Abstract
Over two (i.e., a 2 × 2 experiment and a multi-source field study) studies, we propose and demonstrate how employees increase their emotional (i.e., affective commitment) and behavioral (i.e., citizenship behavior) investments in the workplace as a valuable outcome of the trickle-down effect of organizational inclusiveness. We also explain how supervisory moral identity impacts the trickle-down effect. Notably, the research integrates social cognitive theory with the diversity and inclusion literature to enhance our understanding as to how organizations can create a welcoming environment for all organizational members. Theoretical and practical implications are discussed.
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Appendix
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Conceptual Model
Moderating Role of Supervisory Moral Identity on Organizational Inclusiveness Trickle-down Effect for Study 1
Hypothesis 2 plot for Study 2
Plot for Hypothesis 3b for Study 2
Plot for Hypothesis 4b
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Rice, D.B., Young, N.C.J. & Sheridan, S. Improving employee emotional and behavioral investments through the trickle-down effect of organizational inclusiveness and the role of moral supervisors. J Bus Psychol 36, 267–282 (2021). https://doi.org/10.1007/s10869-019-09675-2
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DOI: https://doi.org/10.1007/s10869-019-09675-2